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A great employer brand is a wonderful thing. It positions your organization as the company where top talent wants to be. It improves recruiting, employee retention and engagement and also leads to higher revenue and lower costs.
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It’s no wonder why 68 percent of the “world’s most attractive employers” have employer branding strategies in place as of 2017, and of those that don’t, 76 percent plan to develop them, according to the ERE Employer Branding Now survey.
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Biased artificial intelligence tends to grab headlines. A quick Google search for “AI bias” returns dozens of stories where an algorithm made some sort of discriminatory comment or decision.
For those who still equate “AI” with “Skynet,” artificial intelligence - one of the most promising technological developments of the last century - must seem terrifying.
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In October 2017, the official U.S. unemployment rate was 4.1%.
With unemployment levels at its lowest rates, are employers having difficulty locating the talent they need in this tight labor market? The answer is yes.
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The growing importance of employer brands and the rise of social media have given rise to recruitment marketing, or RM.
RM represents an affirmative way for organizations to engage with prospective employees by using similar social media tools complemented by powerful marketing technologies that allow employers to build, broadcast, protect, and burnish the employer brand.
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The most successful organizations today use recruitment marketing strategies to define and build their employer brand to attract candidates. Recruitment marketing is all about being visible. Being findable. Reaching out to potential candidates and communicating with them. Creating an ongoing dialogue that enables the candidate learn about your brand, your purpose.
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With HR budget season around the corner, the recruitment industry is moving toward a more data-driven approach to allocating their annual spend. Between job advertising, partnerships, employer branding events, and other recruitment expenses, there’s a lot to factor when it comes to balancing a recruitment budget. And as the US labor market tightens, employers are becoming more conscious of how they spend their recruitment budget to reach both active and passive job candidates.
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If you’re like most people, banner ads are following you. And you’ve noticed.
You Googled something or shopped online and now you’re seeing sponsored Instagram posts and Facebook ads related to your search and other online behavior. Sound familiar?
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Think about how information is consumed and products are sold today. Digital rules – and when people shop online for a product or service, they’re exposed to tweets, posts, text messages, news alerts, videos, and product recommendations that are carefully curated, highly targeted and personalized.
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